How to introduce change management in your company

Change is everywhere in today's world, and it is also everywhere in companies. It can be immediate or spread out over time, imposed or voluntary.

Change Management

"Nothing is permanent except change"

Change is everywhere in today's world, and it is also everywhere in companies. It can be immediate or spread out over time, imposed or voluntary.

Everything changes very quickly in today's society, and companies must constantly question themselves if they want to remain competitive compared to their competitors.

Nevertheless, there is no room for improvisation, and change management in a company must be carried out with method and pedagogy, otherwise, it will be very difficult to overcome the natural resistance of humans to change.

In this article, we will look at some of the ways in which you can make changes in your company.

1 - Making a diagnosis

Before starting any change procedure in the company and in order for the change management to be a success, you will have to make a diagnosis of the current situation.

Whether the changes are human or material, change management will be organised around a process that must be mastered and that requires knowledge of the existing situation.

To help you make a proper diagnosis, there will be some questions you need to ask yourself during the diagnosis:

  • How best to carry out the change with the lowest possible cost, both financial and human?
  • How to make it accepted by the employees?
  • How to change while keeping what is effective?

We will look at these 3 points.

2 - How best to carry out the change with the lowest possible cost, both financial and human?

The objective of change management in a company is often to save money or to increase productivity. It would be meaningless if the action itself is very costly.

You will therefore have to proceed intelligently in order to reduce the costs associated with the change.

The implementation of actions is often costly, but with good organisation, it will be possible to avoid spending too much, either financially or in terms of human resources (fatigue of your employees, etc.).

Even if companies call for expensive outside consultants, you can appoint someone in your company in charge of the action plan. In addition, there are many digital tools that can help you make this transition at a lower cost.

For example, in facility management, collaborative platforms for services such as Urbest will help you to improve your productivity and responsiveness. Urbest even offers free trials to ensure that it is used and delivers real value for money.

Relying on start-ups can be a good idea to infuse a culture of innovation and change in your teams. In practice, start-ups will help you bring some fresh air without extra cost.

3 - How to get buy-in from employees?

Another hurdle on your road will be resistance to change that can be more or less strong depending on your company culture.

In the case of a software change, employees’ habits are challenged and likely to be modified or simplified.

Communication is key to inform employees well in advance, to carry out tests, to set up pilots, to think about tools and methods for recovering data, emails and contacts from the previous software in order to be able to inject data into the new software.

Thanks APIs, modern software such as Urbest allow all of this.

A poorly managed change will inevitably lead to a rejection of the new tool and to bad feelings of frustration and dissatisfaction.

The ideal way of facilitating acceptance is also to involve or at least notify all employees and to offer them the opportunity to be involved instead of suffering from change. Employees should feel supported and assisted, not restricted or even dismissed, during the process.

This type of collaborative management and effective preparation makes it easier for people who are going to be affected by change to accept it.

4 - How to change while keeping what is effective?

By preparing the change management process in advance, you will be able to identify the strengths and weaknesses of your organisation and the way it operates.

Whatever method of change management you choose, it will aim to put in place processes to eliminate waste (material, financial, human and time), improve working conditions and organisation and ultimately improve the quality of the final products or services.

Change management will therefore be essential in order to manage the migration from the current situation to the target situation and to prevent other problems from being added to a situation that may already be complicated.

The team in charge of change management must clearly define the objectives as well as the actions and tools to be put in place to ensure the success of the process.